Capp’s five-step approach to strengths-based recruitment

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October 2019
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Sonru

The Benefits of Strengths Based Video Interviewing

Posted by: Caroline Mackinnon, Marketing Manager, Capp

 

Nestlé, Capp and Sonru hosted a first class, evidence rich and fast paced webinar on Strengths-based Video Interviewing.

 

The session was introduced by Maiken O’Bryne, Head of Client Support at Sonru and Helen Dovey, Senior Psychologist at Capp, both sharing the fundamentals and benefits of video interviewing and using a strengths-based approach as part of a recruitment process.

 

Following the introduction, Tom Banham, Nestlé Academy Recruitment Manager, eloquently led the discussion on why Nestlé chose to use Capp’s strength-based methodology and showcased the use of strength-based video interviewing, highlighting data-led findings from the Nestlé graduate programme which implements Sonru’s online video interviewing technology.

 

Tom identified four key graduate recruitment challenges that needed to be addressed:

  • Graduate attrition rates were at 20%, but only 1% for their non-graduate entry level employees
  • Graduates were not fast tracking quickly enough through the business, given the investment being made
  • A weak internal talent pipeline was leading to key senior positions not getting the right succession plans
  • A mismatch of aspirations with many graduate trainees not showing a passion for either the company or the food industry

 

These were creating a misalignment between recruitment, hiring and development, with assessors becoming disengaged.

 

Nestlé were recruiting graduates across 10 different business functions and needed an approach that covered both commercial and technical roles.

 

The decision to use a strengths-based approach was taken for five reasons:

  • Unlike traditional competency approaches, it doesn’t rely on past experience
  • Assessors don’t see an application form, therefore have no preconceived ideas
  • It’s innovative and helps Nestlé differentiate itself in the graduate recruitment market
  • It’s easier to identify the passions that will suit different areas of the business
  • Competencies were proving unreliable in assessing potential

 

Some graduates cut and paste the same answers onto different online application forms hence a new approach was needed that could get behind the experience and find out more about the person. In partnership with Capp, Nestlé introduced an end to end strengths-based approach starting with attraction, followed by an online Situational Strengths Test, numerical test, strengths-based video interview and fully strengths-based assessment centre.

 

As the final step before the assessment centre, video interviewing was used as an alternative to telephone interviewing because it gives candidates greater opportunity to personalise their approach, whilst also getting them away from the mindset of the traditional application processes. 72% of candidates said that they preferred video to the phone as it was more flexible, whilst Nestlé found a significant cost saving. It also eradicated the possibility that skilled interviewers could ‘lead’ the candidate to a favourable answer.

 

In the application form, candidates are able to reflect on skills that they had learned, understand them and how they can be used at Nestlé, whilst during the Situational Strengths Test they were put in situations reflecting some of the real challenges they will face, helping to gain greater clarity on whether they are a good fit with the business.

 

Overall the strengths-based video interviewing approach has produced very positive results for the company. There has been a cost saving of £41,000 and a great improvement in the likelihood of assessment centre success, resulting in 98% of the assessors believing that the people recruited in this way will be an asset to the business – and 96% of the assessment centre attendees said the process helped Nestlé stand out from their competitors!

 

Two further major benefits have been an improvement in social mobility, and also a large increase in female recruits for technical disciplines – up from 22% to 67%.

 

The session closed with a Q&A where some fascinating questions were raised by a live audience, answered articulately by the three hosts.

 

To find out more about how Nestlé have successfully incorporated this industry leading approach and to gain a greater insight in to strengths-based assessment and video interviewing, please get in touch, you are also able to request a copy of the webinar.

 

Please contact Capp on +44 (0) 2476 323 363, email capp@capp.co or contact Helen directly on helen.dovey@capp.co or link in at: uk.linkedin.com/in/helendovey

 

 

 

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Strengths-based Video Interviewing

Posted by: Gurpal Minhas, Consulting Psychologist, Capp

 

With the explosion of technology in today’s recruitment world, organisations are often spoilt for choice. It’s been a year since we introduced the Situational Strengths Test (SST) and with the introduction of gamification and avatar-based screening tools, the world of recruitment is becoming an increasingly exciting place. One of the most hotly contested debates surrounds video interviews. These interviews have increased in popularity and seem to be here to stay; today we discuss the merits of the video interview versus telephone/face-to-face interview screening.

 

Whilst most candidates provide a good reflection of themselves at telephone/face-to-face interviews, there are most certainly things that recruiters become frustrated with. These include candidate non-attendance, poor telephone line connection, interviewing clearly disengaged candidates and travel/business costs associated for interviews. To help overcome some of these challenges, strengths-based video interviews are a pragmatic and simple solution.

 

We have partnered with Sonru; an asynchronous video-interviewing supplier where candidates answer a list of questions from the recruiting organisation and the interview is recorded at a place and time that is convenient to the candidate. The recruiter then logs on at their time of choosing and scores the candidate.

 

So why are Capp clients such as Nestlé and Morrisons moving to a strengths-based video interviewing approach? We give our top 5 reasons:

 

1) Capp’s strengths-based interviews assess for a candidate’s passion and motivation rather than just what a candidate simply can do. This increases the calibre of candidates that are selected and the video-interview allows recruiters to assess for these attributes earlier in the selection process.

 

2) Strengths-based interview assessor training enables recruiters to pick up on subtle emotional clues and body language that cannot be seen in a telephone interview.

 

3) Capp’s strengths-based interviews don’t include probing questions that you often see in a competency-based interview. The strengths/video combination is therefore more naturally suited when used asynchronously.

 

4) Candidates AND Assessors can conduct the interview at the time that suits them (within a stipulated time period). This leads to increased convenience, pace and often a lower time-to-hire.

 

5) Candidate feedback about video interviewing continues to be positive and often reflects well on the hiring organisation. For more information see the Sonru whitepaper here.

 

So as you think about the next development in your recruitment process, take time to assess how strengths-based video interviews can assist you to conduct best-practice recruitment. It’ll be one method of seeing a candidate’s ability and motivation for wanting to join your organisation.

 

If you want to see how a strengths-based video interview works in practice, please contact gurpal.minhas@cappeu.com for a demonstration.

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Announcing the Capp-Sonru Partnership for Strengths-based Video Interview Screening

Posted by: Alex Linley & Nicky Garcea

 

Recruitment budgets are being squeezed with companies demanding more efficiency and better results from leaner recruitment processes. We’re delighted to launch a new solution today that allows you to do just that.

 

Capp is today delighted to announce the launch of our partnership with Sonru, the leaders in one-way, asynchronous video interviewing. Through this exciting partnership, we will be delivering our strengths-based screening interview through Sonru’s state-of-the-art video interviewing platform.

 

Sonru’s video interviewing technology allows you to set up your interview questions on the system, for candidates to complete the interview when it suits them, and for you as the recruiter to review their responses when it suits you to do so.

 

The strengths-based interview is ideally suited to delivery through this one-way, asynchronous video interviewing technology. Unlike competency interviews, the strengths-based interview doesn’t depend on extensive probes or follow-ups, but gets straight to the heart of what you’re looking for in the role.

 

Strengths-based recruitment and video interviewing are the perfect match, with Capp and Sonru the perfect partners to deliver this new recruitment solution for you.

 

Read more about how strengths-based video interviewing can solve your screening and selection challenges here.

 

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